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Identifying Logistics Educational Needs: RET and UL03-02

Identifying Logistics Educational Needs: RET and UL03-02. Mrs. Melissa Weir Boeglin Mr. Russell R. Dart Gail W. DePuy John S. Usher G.Don Taylor. Statement of Problem. There is not a specific training curriculum for logisticians at NAVSEA, Crane. Research Questions.

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Identifying Logistics Educational Needs: RET and UL03-02

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  1. Identifying Logistics Educational Needs:RET and UL03-02 Mrs. Melissa Weir Boeglin Mr. Russell R. Dart Gail W. DePuy John S. Usher G.Don Taylor

  2. Statement of Problem There is not a specific training curriculum for logisticians at NAVSEA, Crane.

  3. Research Questions • What must be learned to prepare a person adequately for the practice of logistics? • Can a set of core competencies be identified?

  4. Collected competencies from… military internet sites logistic course descriptions Career Development Plans Formulated interview questions Designed logistic competency grid Conducted interviews with Subject Matter Experts Research Procedure

  5. Informal mentorship in place within each department GS 12 logisticians take 2-3 logisticians “under their wing” After ~5 years on-the-job experience tasks are complete without supervision Tasks vary between departments; therefore they cannot be offered in a course Logisticians naturally become confident in 1-2 of the 10 ILS Elements. On average, they do not see how “their areas” interrelate with the other 10 Elements Data collected from SMEs

  6. SWOT Analysis • Strengths of Logistics Training: • On the job training with local experts • Established training department • Networking: SOLE and ASNE organizations • Weaknesses of Logistics Training: • Not organized • Training on automated systems is not available on base. • Ex. ICAPS, MIS, PMS, CDMD-OA, NPE, NDE • No working level training • Logistics classes are high level providing an overview but not specific instruction • No local logistics coordinator with subject knowledge

  7. SWOT Analysis (cont’d) • Opportunities available for Logistics Training: • On-the-job training • DAWIA • Conferences and workshops • Networking • Intern programs/positions • SOLE and ASNE • Program office interaction • Training off site (if your Code has funding) but difficult to find classes that are beneficial/applicable to your tasks.

  8. SWOT Analysis (cont’d) • Threats if Logistics Training is not improved: • Loss of many jobs since new acquisition programs and COTS utilization are driving systems toward total CLS. • Crane’s roles as ISEA and depot could be compromised if they cannot adequately perform logistics tasks required for life cycle support. • Due to the age of Crane’s workforce, the experts may soon be retiring and this knowledge will be lost.

  9. The following core competencies must be learned to prepare a person adequately for the practice of logistics…

  10. Analytical/Math/Statistics Building Effective Teams Computer Skills Delegating Skills Oral/Written Communication Leadership Managing Conflict Negotiation Skills Time Management Assertive Dependability Flexibility Good Listener Self-Motivated Core Competencies: Basic Skills & Personal Traits

  11. The 10 ILS Elements Cash flow Contract Requirements Configuration Management/Control DAWIA I-III Financial Systems Joint Service knowledge Life Cycle Cost Analysis Maintainability Marketing Concepts Procurement Management Provisioning Safety Sustainment/Obsolescence Management System/Design Acquisition Planning Systems Engineering Processes knowledge Core Competencies: Specialized Training

  12. Acquisition Reform Applications of COTS Assignments in Business/Financial Management Contracting Logistics Systems Engineering Crane product knowledge DoD Program Management Experience as a Task Leader Interoperability Project customer knowledge Project planning, budgeting, schedule, control, and report Quality Assurance Reliability Satisfying Customers Security Standardization Supportability Analysis Core Competencies: On the Job Training

  13. Developing a logistician from novice to expert • GS 5-7 = Conceptual knowledge is achieved, and applications are observed. • GS 9-12 = Perform, apply, and teach the competencies with supervisory guidance. • GS 13 = Perform, apply and teach the competencies without supervisory guidance. • GS 14-15 = Provides consultation, training and manages others over the competencies.

  14. Recommendation • Logistician Mentorship Program Departmental rotations every six months as an addition to the informal mentorship already in place.

  15. Reasoning for Recommendation The SMEs were strong proponents of this solution because logisticians will… 1.) Observe how the ILS Elements are applied to differing projects and/or departments. 2.) Expand their understanding of how the 10 ILS Elements relate to one another. 3.) Achieve a comprehensive sense of logistics.

  16. CONSEQUENCES (-) Availability to work in the department will not be immediate (-) Supervisor must find department and mentor willing to host and fund the rotation. BENEFITS (+) Gain broad base knowledge of how the 10 Elements interrelate (+) Network among departments, learning who to call for what (+) Produce an employee with necessary vision for future dept. needs

  17. Plan of Action and Milestones

  18. Plan of Action and Milestones

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